Too Many Interviews: How It’s Costing You Top Talent

By MBO Partners • July 15, 2025
time 7 MIN
consultants
Key points
  • Hiring top talent is harder than ever as more skilled professionals move toward independent, nontraditional work.
  • Independent professionals often manage multiple projects, making their time especially valuable—and your hiring process even more critical.
  • We show you how to improve your interview process to better identify, engage, and retain the right candidates for your company.

Hiring top talent has always been a challenge, and it’s becoming even more difficult as many skilled professionals shift away from traditional full-time roles in favor of independent work.

At MBO Partners, we’ve seen this change firsthand. Independent professionals often juggle multiple projects and opportunities, so their time is especially valuable. Yet many companies still rely on lengthy interview processes that can drive away the very people they want to hire.

First, the Issue With Interview Overload

It’s natural to think that more interviews lead to better hiring decisions. But both research and real-world experience say otherwise. Candidates who face six or seven rounds of interviews often get worn out, frustrated, or drop out altogether. Only 18% of workers believe three interview rounds are acceptable, and just 6% are willing to wait more than a week for feedback after a final interview before considering other opportunities, according to a BBC study.

This is especially true for independent professionals. They need things to move fast: They’re already managing multiple projects and supporting other clients. Every hour spent in a long interview means lost income and missed opportunities.

Too many interviews can also send the wrong message—that your company can’t make timely decisions or doesn’t respect candidates’ time. That’s not the impression you want to make.

See: 6 Ways to Show Your Company Values Independent Work

How Slow Hiring Hurts Your Company

Every interview is a chance to show your company culture and how you treat people. Independent professionals pay close attention. A drawn-out process can make your company seem disorganized or outdated—even if it’s not.

And it’s not just the candidates you hire who notice. Those who don’t move forward often talk to others in their network. One poor interview experience can create negative buzz that keeps other top talent from applying.

Multiple interviews also mean multiple opinions, which can lead to inconsistency and bias. When different interviewers evaluate candidates separately, you often get mixed signals and unfair decisions.

On the other hand, companies that get the hiring experience right often become magnets for independent talent and enjoy repeat engagements.

Learn More: Data-Driven Workforce Development: Turning Insights Into Action

Making Your Interview Process Work for Independent Talent

Speed matters in today’s hiring market. While you’re moving candidates through multiple rounds, your ideal hire may already be saying yes to someone else. Use these interview tips to make informed decisions more quickly.

Keep the Process Focused and Efficient

Limit interviews to no more than three rounds to avoid losing momentum. Each round should serve a clear, specific purpose, such as skill fit, team alignment, or project expectations. Skip unnecessary steps that add time without adding value.

Respect Your Candidate’s Time

Independent talent often juggles multiple clients or projects, and they’re not getting paid to interview. Keep conversations concise and relevant to the role. A focused 30-minute call is usually more productive than a drawn-out discussion.

Communicate Transparently

Set clear expectations from the start of the process. Let candidates know how many rounds there are, what each one covers, and your anticipated timeline. Independent professionals especially value this kind of upfront communication.

Ask the Right Questions

Ask consistent questions across all candidates to create a fair and streamlined experience. This reduces bias and makes comparisons easier for hiring teams. It also helps you move faster when it’s time to make a decision.

Use Technology Wisely

Consider tools like recorded video interviews or brief skill assessments to gather early insights. These options let candidates engage on their own time while helping you screen effectively. Just be sure to keep them short and purposeful.

Build for Repeat Engagement

Don’t lose touch with short-term contractors who delivered strong results or top candidates who just missed the cut. Independent professionals are more likely to return to companies they’ve worked with before, so create a smooth re-engagement process—whether through your own talent pool or with support from a partner like MBO.

Check Out: Talent Redeployment: How to Build a Team You Can Trust

MBO Partners Supports Workforce Development With High-Value Independent Talent

Your interview process should make independent talent want to work with you—not turn them away. Companies that keep things clear and respectful are more likely to attract and retain top independent professionals.

For more on the future of work, visit our Insights page, where you’ll find news and information on workforce management, compliance, and emerging technologies including AI.

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